Human Resource Approaches and Relationship to Employee Satisfaction Essay

Introduction

Human resource management (HRM) presents opportunities where people are considered invaluable resources to achieve the desired output. It differs from the position embraced by personnel management where people are input necessary to accomplish the desired output. The provision of facilities stimulating career development triggers job satisfaction and commitment. Employees devote their loyalty to work environment founded on assuring psychological satisfaction (Waddill-Goad, 2017). Doing so requires recognizing the team accomplishments through reflection on past tasks. It nurtures opportunity to focus on existing challenges facing the team. Regular recognition creates a feeling that employees' achievements matter hence motivate them to pursue the long-term goals.

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Provision of effective feedback blend with positive criticism creates a reference that inspires people to correct what worked wrongly. It offers the basis to point out the pathway to accomplish the desired goals. Unlike mapping out the exact route, effective feedback blend with autonomy brings a satisfying feeling in the work (Gutierez, 2017). The opportunities to utilize my abilities and skills alongside job-specific training brought satisfaction in the engagement. I realized more control in my work, making the engagement less stressful. Employees perceive provision of organizational support an indication of a caring workplace (Kelly, Medina, & Cameron, 2014). For example, the elimination of day-to-day irritations offered a simplified schedule to address the priority areas. It brought a flexible schedule allowing me to strike the work-life balance. The detachment from routine work during off hours prevented emotional exhaustion and job stressors.

Aspects of HRM that you feel would be Helpful to the Advance Practice Registered Nurse Center Practices

The commitment to job satisfaction in human resource management proves useful to improve the workplace environment in the advanced nursing care center. High healthcare cost amidst demand for improved access and quality patient care suffer severely under high turnover levels amongst nurses (Rondeau & Wagar, 2016). Although turnover may result from external labor market trends, poor HRM policies equally contribute. Such occurs in job dissatisfaction, and work-related stress may cause burnout and higher absenteeism. The adoption of favorable HRM policy that offers a friendly working environment would eliminate the work-related stress that leads to high burnout rates amongst healthcare professionals.

Implementation of quality-of-work-life environment would counter the high turnover rates experienced in the advanced nursing center. Doing so would involve the introduction of family-friendly and employee-participative opportunities. The introduction of self-scheduling blend with flexible work hours and voluntary job sharing to break long night shifts (Waddill-Goad, 2017). Equally, high-involvement practices such as nursing shared governance, merit pay and career development opportunities would stimulate individual motivation. Consistency in such HRM practices would create structural empowerment to guarantee job satisfaction (Aljohani & Alomari, 2018). Fostering an environment enhances the perception of empowerment. It would create lasting positive effects amongst nursing staff, thereby lowering turnover rates.

Human Resource Management Company

High involvement practices increase felt job-embeddedness that leaves employees firmly attached to the organization. The resulting association reduces intent to leave hence responsible for lowering overall labor turnover. Such defines the innovative HR solutions offered by Namely. Its all-in-one platform unifies the human resource management to allow users realize new insights from existing employee data (Namely, 2018). The platform provides a modern human resource platform, simplified payroll processing, and scheduling. Besides, it gives easy onboarding and accurate performance reviews (Namely, 2018). It offers managed-services support to simplify the day-to-day administration of the workforce.

The unified platform delivers improvement engagement of employees through continuous identification of challenges. The identification occurs within the office location, supervision levels, and tenure. The all-in-one feature eases the tracking of benefits enrollment and remuneration, thereby fostering the understanding of issues that would hamper the employee base (Namely, 2018). Such increases higher retention rates. It realizes comprehensive examination of diversity across multiple organization levels. They become the discovery channels of top performers and a motivating factor. Lastly, Namely HR platform leverages critical data to derive essential metrics including revenue per employee (Namely, 2018). Namely, C-Suite realizes a simple understanding of employee analytics, hourly monitoring of workforce metrics and conduct data-driven performance reviews.

References

Aljohani, K. A., & Alomari, O. (2018). Turnover among Filipino Nurses in Ministry of Health Hospitals in Saudi Arabia: Causes and Recommendations for improvement. Annals of Saudi medicine, 38(2), 140-142.

Gutierez, A. (2017). Effective Communication in the Workplace: Learn How to Communicate Effectively. CreateSpace Independent Publishing Platform.

Kelly, L., Medina, C., & Cameron, D. (2014). Rebels at Work: A Handbook for Leading Change from Within. Sebastopol: O'Reilly Media.

Namely. (2018). Start Making Data-Driven Decisions About Your People. Retrieved July 19, 2018, from https://www.namely.com/home-2/

Rondeau, K. V., & Wagar, T. H. (2016). Human Resource Management Practices and Nursing Turnover. Journal of Nursing Education and Practice, 6(10), 101-109. doi:10.5430/jnep.v6n10p101

Waddill-Goad, S. (2017). Business Basics for Nurses. Indianapolis: Sigma Theta Tau International.